So, I am reviewing the interviewing podcasts, and am comfortable with the basics:
Wearing a suite and tie - even though the interviewrs will be co-workers who I have worked side by side with for the last few years.
Comfortable with the smile, handshake and energy, I fit into the I catagory.
However, a few points that might be different that the norm for Manager Tools is that this interview is with the government and is structured in-terms of the questions, and the expected answers. I know generally what to expect as the following was part of the invite:
This interview will assess the following competencies:
Ability to manage and motivate in a team-oriented work environment.
Ability to prioritize and deal effectively with conflicting deadlines.
Ability to communicate verbally.
Effective interpersonal relationships
Leadership
Initiative
Judgment
Flexibility
The position is as a project manager, which is the role I have been acting in for the last 9 months.
I see some behavoir questions - particularly for the first two points. However, I am worried about the correct answer for number one. We work in a "semi" team environment as it would be applied to MT. In that we aren't truely a team, and we aren't really a workgroup either - somewhere in between. This is compounded by the fact that project "team" members are often voluntold that they will be part of a project team - we don't have the luxery of building our own teams.
Over the next couple of days I would like to post some proposed responses to what could be the questions, and solicit feedback, any comments on this plan? Or something I should think of before starting that preperation?
Thank you.
I don't see how it's any different
They want to know how you'd motivate people.
Even if the question isn't posed in behavioral format, prepare a behaviorial response: talk about times when you motivated people, describe what you did and how you did it, and the impact it had. The twist is that they may expect you to describe your approach. You may need to prepare for this question the way you would for the "Leadership Style" question, in that case.
John Hack
Don't worry...
Having to work with team members who are 'voluntold' makes it harder to motivate them and therefore makes more a better answer... you're in better situation than you think.
Plus, your answers don't always have to be from your most recent role if there are others which work better (though going back to your pizza delivery role when you were 16 is not good unless you are 17!).
Wendii
Thank you -
John,
Thanks, I went back and listened to the leadership podcast last night, I will do so again today - it is I think it covers it very well.
Wendii,
Thank you also, I am not 17, but I have been with this team for three years, so they have a pretty good idea already of what do, and how I do it - just have to advertise what they already know accurately.
Just another peice to be clear - I don't think it changes anything, but it might (I don't know enough to know what I don't know).
The position I am interviewing for is mine - literally in that if I don't show that I have the "Competencies" above at the level required there will be no position, the objective of this process it to show I am qualified for this job so they can create the position, and eliminate my exisiting position. If I don't show that then they cannot eliminate my position (as I will be in it) and won't have the money to create the new one.
Talk about only competing against myself.
Thank you -
John,
Thanks, I went back and listened to the leadership podcast last night, I will do so again today - it is I think it covers it very well.
Wendii,
Thank you also, I am not 17, but I have been with this team for three years, so they have a pretty good idea already of what do, and how I do it - just have to advertise what they already know accurately.
Just another peice to be clear - I don't think it changes anything, but it might (I don't know enough to know what I don't know).
The position I am interviewing for is mine - literally in that if I don't show that I have the "Competencies" above at the level required there will be no position, the objective of this process it to show I am qualified for this job so they can create the position, and eliminate my exisiting position. If I don't show that then they cannot eliminate my position (as I will be in it) and won't have the money to create the new one.
Talk about only competing against myself.
What a weird situation!
One of the things I've noticed about internal candidates is they tend to assume the people they have been working with know all about them, and therefore undersell themselves.
On the rare occasion this hasn't happened, I remember hiring managers being very surprised about previous experience candidates had.
It doesn't sound like you're going to fall into that trap, but I thought I'd mention it just in case.
Wendii
No kidding! I wasn't
No kidding!
I wasn't interviewing, but had a recent experience with my skip-boss. He was not aware of my previous role within his org. His surprise was painfully obvious when, at a social function, I told him that I used to work in the "other" part of his org. What I wouldn't give to know what was going on in his head at that moment, given the dynamics between those two parts of his org...